UCL HUMAN RESOURCES DIVISION. Online Recruitment System User Manual

Transcription

1 UCL HUMAN RESOURCES DIVISION Online Recruitment System User Manual HR Administrative Process Team Page 1 of October 2009

2 CONTENTS Accessing the System...8 Requesting Access to the System... 8 Log On Screen... 9 Navigating the Homepage The Home Button Recently Viewed Candidates Quick Search Quick Status Search Switch to Saved Search Criteria Click and Type to Search Vacancies Summary of Active Candidates System Menu Applications Graph Most Recent Search Results Summary of Interviews Pending Tips for System Navigation...17 Internet Browsers Use of the Back Button System Symbols Explained Vacancies...18 Create a New Vacancy Create a New Vacancy from a Template: Standard PhD Studentship Combined...19 General Tips when Creating a Vacancy Vacancy Template Symbols Create a Vacancy : Standard Template Step 1: Owner...21 Step 2. Job Title...21 Steps 3 & 4: Enter Vacancy Details Redeployment Database Re-advertisement Number of Posts Department / Division / Sub department Advertise with other positions Type of appointment How is the Post Funded? Cost Code for invoice payment: Grade: Hours: Position Type: London based: Duties and Responsibilities Key Requirements Further Details Contact name: Contact details Positive Action Statements Expected go live Date Closing Date Latest time for submission: Interview date: Interview Type...28 HR Administrative Process Team Page 2 of October 2009

3 24. Advert publishing details: Specify publication: Other publications Special instructions Criminal Records Bureau...29 Essential and Desirable Criteria...30 Essential Criteria Desirable Criteria Step 5: Confirm:...31 Step 6: Search Criteria...31 Salary Range...31 Job Type...31 Step 7: Application Form...32 UCL Application Form...32 Academic and Research...32 Clinical Application Form...33 Step 8: Access to vacancy...33 Completion of Vacancy Details...34 Incomplete Vacancy Data submission...34 Vacancy Toolbar...35 Edit...35 Edit Vacancy Description Roles Delete Activate Vacancy View...36 View Vacancy Vacancy History Publish...37 Activate Vacancy Tagging...37 Salary Range Job Type Options...38 Attach File Word Version Add Candidate to Vacancy Vacancy Approval and Publication...39 Notifying Human Resources...39 Processing Adverts Process for the Placement of Adverts...41 Business Process for Processing an Advert...42 Vacancy Summary...43 PhD Studentship Vacancy Template Step 1: Owner...44 Step 2: Vacancy name...44 Step 3 & 4: Enter Vacancy Details Duration of Studentship: Stipend Vacancy Information Studentship Description Person Specification Eligibility...45 Step 5: Confirm:...45 Step 6: Search Criteria...45 Salary Range...45 HR Administrative Process Team Page 3 of October 2009

4 Job Type...45 Step 7: Application Form...46 Attach File...46 Step 8: Access to vacancy...47 Combined Vacancy Template...48 Step 1: Owner...48 Step 2: Vacancy name...48 Step 3 & 4: Enter Vacancy Details...48 Grades:...48 Sub category:...48 Essential and Desirable Criteria...49 Essential Criteria (level 1) Desirable Criteria (level 1) Essential Criteria (Level 2) Desirable Criteria (Level 2) Essential and Desirable Criteria Level Grade employed at:...51 Position Type:...51 Step 5: Confirm:...51 Step 6: Search Criteria...51 Step 7: Application Form...51 Step 8: Access to vacancy...51 Copy an Existing Vacancy Vacancy Details...53 Confirm the chair and interviewer...53 Identify the Search Criteria...53 Salary Range...53 Job Type...54 Attach any relevant document for candidates...54 Creating Interview Slots...55 General Information Internal title: Internal location: Internal description:...56 Tag to Status...56 Candidate View Internal title: Location: Other Information Confirmation? confirmation required? From address Subject Message...58 Candidate Reminder From address Subject Message Number of days prior to slot...59 Advanced Options Candidate self schedule Self schedule policy Time format Minimum alteration notice period (self schedule only)...60 Interviewer Reminder HR Administrative Process Team Page 4 of October 2009

5 Interview Creation Summary Creating Interview Slots Enter the following information:...62 Date...62 Length...62 Time...62 Number of Slots...62 No. of. Slots...62 No. of. Sequential Slots...63 Inclusion of Lunch breaks...63 ICal Calendar Notification...63 Deleting Interview Slots...64 Adding Interview Panel Members...64 Deleting Interview Panel Members...65 Uploading Additional Information Via the Interview Summary Via the Option Menu (Vacancy Summary)...66 Editing Interview Setup Deleting Attached Documents Copying Interviews Viewing Interview Schedules Printing Interview Schedules...72 Candidate Information...73 Searching for a Candidate Candidate Criteria...74 Applicant Status...74 On Boarding...74 References...74 CRB...74 Start Date...74 Duplicate...75 Right to Work Checked...75 Certificate of Sponsorship...75 Work Permit...75 Vacancies...75 Registration Range From...75 Date of Application From To...75 Display Criteria...76 Filter / Search All Candidates Add Candidate Search by name...82 Shortlisting and Applicant Tracking...84 Accessing a Candidate Application Form Print Applications, Print Applications PDF and Print Book/App Summary and Letters (Correspondence) Sending s...87 Sending Letters...88 Viewing a candidates history Progress to next stage Send link to Colleague Send to Colleague as file Add Comment Scores/Feedback Option 1 Undertaking the shortlisting online...96 Screening Criteria Update Panel Agreed sift rating Update HR Administrative Process Team Page 5 of October 2009

6 Option 2 Undertaking the shorlisting using a paper process...98 Minimum Information to be recorded from the Shortlisting Procedure Screening Criteria Update...99 Panel Agreed sift rating Update...99 Attaching Paper Shortlisting Forms to the Vacancy...99 Accessing the scoring from the Shortlisting Procedure History 101 Options and Tools o Ownership o to a colleague/screener o Set reminder o Add to selection o Edit application form o Attach file o Comments o Print/Save application HTML o Print/Save application PDF Application Status Status Workflow Progression of candidates through the Statuses Booking interview slots Bulk Rejection Invite to interview Applicant invited to interview and given the date and time at the point of invite and Letters (Correspondence) Sending Letters Applicant asked to call to book a time for the interview Stage 1 : Invite to Interview Stage 2 : When the candidate telephones to arrange time and Letters (Correspondence) Sending Letters Applicant can self schedule their interview References Other Statuses Statistics (Reports) Applicant Statistics Applicant Statistics (default) Applicant Statistics (last) Pre-saved Reports Create a New Report Application Form Data Internal Forms Date of Application Status Duration Data Candidate Pools (Owners) Statuses & Flags Vacancy Data Saving a New Report Exporting and Printing a Report Editing a Report Expanding a Report Transposing a Report Sorting a Report Refining a Report Filter Option Snapshot/Cumulative Option Date Option Archive Option HR Administrative Process Team Page 6 of October 2009

7 Application/Candidate View Appendices Appendix A Example of UCL Ownership (ROME Hierarchy) Appendix B Standard and Letter Templates HR Administrative Process Team Page 7 of October 2009

8 Accessing the System Requesting Access to the System In order to access the ROME system a user registration form must be completed, signed off by the requestor s Head of Departments or nominee and returned to the HR Information Office. The form can be accessed from There are various levels of access to the ROME system as follows. RECRUITER INTERVIEWER CHAIR Vacancies Vacancies Vacancies Create vacancies View vacancies and history View vacancies and history Edit vacancies Deactivate vacancies Deactivate vacancies List vacancies vacancies to colleagues vacancies to colleagues Grant full and partial ownership to vacancies Add candidate to vacancy Add candidate to vacancy Archive vacancies Deactivate vacancy Deactivate vacancy vacancies to colleagues Add/edit scores Add/edit scores View vacancies and history Candidates Candidates Add candidates to vacancies, add/edit scores View candidates View candidates Create vacancy templates View application summary View application summary Deactivate vacancies Interviews Create new interviews Copy from an existing interview Create one from templates Format for interview invites Format for interview reminder Choose self or department schedule Create schedules Choose interviewers Candidates Print application in html/pdf formats See history of comments, statuses and progression Move candidate status forward Print application in html/pdf formats See history of comments, statuses and progression Bulk status change and print book buttons (forward and backward) HR Administrative Process Team Page 8 of October 2009

9 Search or filter candidates by name or criteria Change statuses (forward and backward) Print book access History of statuses, comments, progressions Access to work permit, CRB check, references, duplicate applications, certificate of sponsorship, start date and right to work check options Figure 1.0: User Profiles Log On Screen 1. Access to the system is via single sign on. Start your Internet browser and enter the following URL: Figure 1.1: System log in 2. Enter your username and password (both are case sensitive). If you enter your username and password combination incorrectly three times in succession you will be locked out of your account for security reasons. Please contact the HR Helpdesk on (extension 45686) or you can raise a call by logging your query on HR Systems Helpdesk Webform which will authenticate you, using your UCL username and password, and allow you to enter the details of the issue using pre-defined categories and free text. Once you have logged on the ROME homepage will appear as follows (Figure 1.2) HR Administrative Process Team Page 9 of October 2009

10 Figure 1.2 : System homepage HR Administrative Process Team Page 10 of October 2009

11 Navigating the Homepage There are features on the home page of the system that assist with navigation. These are detailed below (Figure 2.1) Figure 2.1: System homepage 1. The Home Button The home button can be click on at any point whilst using the system and you will automatically be returned to the system home page. 2. Recently Viewed Candidates When this button is clicked, a drop down of recently viewed candidates will populate the screen. 3. Quick Search The Quick Search provides a way of searching the system for candidates by their name. Click in the search box and the following drop down box with search option will become available (Figure 2.2). HR Administrative Process Team Page 11 of October 2009

12 Enter the surname / first name, address or registration number of the candidate that is to be searched (eg. Smith, John), select the search that is required (Figure 2.2) and click on the arrow ( ) next to the individuals name and this will produce a list of matches (Figure 2.3) or a response confirming that there are no matches (Figure 2.4). Figure 2.2 : Quick Search : Search options Figure 2.3 : Quick Search : Search Results Figure 2.4 : Quick Search : No matches to search Search Options Default (search all) : This will search all candidates by name or address Search Registration only: This will search all candidates by their registration number (applicant number). HR Administrative Process Team Page 12 of October 2009

13 Search only: This will search all candidates by the field. A list of matches will appear on the screen to all the correct candidate to be chosen. Search Name only: This will search all candidates by the name fields. A list of matches will appear on the screen to all the correct candidate to be chosen. Find names that sound similar: By using this, the system will search for any similar names, i.e. where Smith is typed it will display results such a Smythe or Smithson. Include Archived This allows the search to be undertaken to include any archived candidates. Archived records can also be included by clicking on the Include Archived vacancies on the top of the search results (Figure 2.5) Figure 2.5 : Candidate Search : Archived Records Columns can also be added to the candidate search results by clicking on the symbol. (Figure 2.6) Figure 2.6 : Candidate Search : Add columns This will produce a list of fields that can be added to the search results (Figure 2.7). Select the fields that need to be added and click on submit query. This will added the appropriate columns and data to the search results. Figure 2.7 : Candidate Search : Add columns HR Administrative Process Team Page 13 of October 2009

14 4. Quick Status Search When the box is click in, a drop down list of the applicant status will appear. Select the status on which the search is to be conducted and the search will commence. 5. Switch to Saved Search Criteria This allows previously saved searches to be chosen. 6. Click and Type to Search Vacancies This allows the Summary of Active Candidates to be refined. Click in the box and a drop down list of the vacancies that the user has access to will appear. Select the vacancy for which the summary is required and click on the blue arrow ( ) to execute the query. The details of the candidates at particular status will update to show the summary for the vacancy chosen. 7. Summary of Active Candidates The summary of active candidates when first opened will display candidates for all vacancies that the user has access to, broken down by the status of the candidate. Once a particular vacancy has been chosen (point 6 above) this will update to show the candidates per status for the selected vacancy. The status on the summary are based on the workflow that has been built in to the system that candidates can progress through as they go through the recruitment process. To view the candidates within a particular status, click on the status and this will take you to the list of candidates (Figure 2.8). Figure 2.8 : Quick Status Search For a breakdown of the status workflow, see the status workflow section of the manual. HR Administrative Process Team Page 14 of October 2009

15 8. System Menu This menu provides access to various functionality within the system including: Candidates Vacancies Interviews References Statistics A breakdown as to the functionality and sub menus within these categories is explain throughout the manual. 9. Applications Graph This provide a visual breakdown (Figure 2.9) of the volume of applications received. When first visible, this will show all candidates for the vacancies that the user has access to. Once a particular vacancy has been selected (point 6 above), this will change to show the number of applications for a particular vacancy. At the top of the graph is a drop down list that allows the time period that is shown on the graph to be adjusted from a number of weeks to months. Figure 2.9 : Applications Graph 10. Most Recent Search Results By clicking on the Most Recent Search Results this will return the most recent search that was undertaken and go through to the candidate history / tracking screen (Figure 2.10) HR Administrative Process Team Page 15 of October 2009

16 Figure 2.10 : Candidate History / Tracking Screen 11. Summary of Interviews Pending This will show a summary of the interviews that the user has been given access to (Figure 2.11). The calendar can be broken down as intervals between 1 week and 1 year by clicking on the drop down list in the top left hand corner and clicking on go. Figure 2.11 : Summary of Interviews Pending Where there are interviews set up for a particular date, a number will appear on the bottom left hand corner of the date indicating the number of interviews on this day. By clicking on the number in the bottom right hand corner it will link through to the details of the candidate who has been booked for an interview. HR Administrative Process Team Page 16 of October 2009

17 Tips for System Navigation Internet Browsers It is recommended that you use Internet Explorer 6 to access ROME as this is supported by WCN, the suppliers of the system. Use of the Back Button Due to the ROME system being located on a secure network it is recommended that you do not use the back, forward or refresh page buttons as you manoeuvre around the system as you may be automatically logged out. System Symbols Explained The following table (Table 1.0) provides a breakdown of the symbols that are used across the system: Symbol Description * Fields in blue labelled with this symbol are mandatory. This symbol identifies that the data in this particular field will be visible to the candidates. Help button. A text box appears with information appropriate to that field. Paste button available to paste text directly into a field. Alternatively select Ctrl+V to paste text into the field. The home button take you back to the home page Execute a query Recently viewed candidates Table 1.0: Purpose of the symbols in the vacancy template HR Administrative Process Team Page 17 of October 2009

18 Vacancies The menu bar on the left hand side of the screen includes access to vacancies. On selecting vacancies the following accessible box and fields appear. Go to vacancy : This box allows the user to search the vacancies listed on the system to which the user has access. On selecting this box vacancies already entered onto the system to which the user has access are displayed (Figure 3.1). After selecting the vacancy required the user must click on the button to proceed. Figure 3.1: List of vacancies already entered onto the system accessible through the search box. List vacancies: This box allows the user to search the vacancies listed on the system to which the user has access under their user profile. My vacancies: This box allows the user to search the vacancies listed on the system to which the user has been given either Full Access or Partial Access. My Active vacancies: Current active vacancies falling under the My vacancies banner. My Inactive vacancies: Current in active vacancies falling under the My vacancies banner. New vacancy: Selection leads to the templates to be used in creating a New vacancy, see Figure 3.2. List referrals, Show Approvals, Show Posting Approvals: These fields are not to be used. HR Administrative Process Team Page 18 of October 2009

19 Create a New Vacancy Select vacancies from the menu bar located on the left hand side of the screen and then click on the New Vacancy field (Figure 3.2). Figure 3.2: Template selection. Either select the appropriate template from select a template (Figure 3.3) or go to copy an existing vacancy to copy an existing vacancy. Create a New Vacancy from a Template: Select one of the following 3 templates: Figure 3.3: Template selection. 1. Standard The standard template is to be used for all vacancies except for those that fall within the PhD Studentship or Combined vacancy template (described below) 2. PhD Studentship This template is only to be used for PhD Studentship vacancies. 3. Combined This template is restricted to vacancies where it is known that an appointment may be made on one of a selection of grades at the time of advertisement. This template is strictly applicable to vacancies that fall into the following range of grades AND staff categories only: HR Administrative Process Team Page 19 of October 2009

20 Grades: 7-8 (e.g. where the appointment could be either a Research Associate or Senior Research Associate), 7-8-9, 8-9, 9-CL9 (e.g. where the appointment could be either a Senior Lecturer or Senior Clinical Lecturer), Professorial-Consultant Clinical Academic. This template is to be used if a lecturer or senior lecturer is required and the level appointed at will be dependent on the skills and experience of the successful applicant. Similarly, this template could be used at senior levels if the applicant could be appointed on either a clinical or non clinical basis. General Tips when Creating a Vacancy When completing the vacancy template, to save the vacancy and return to this at a later date, ensure that Confirm has been clicked on each of the 4 tabs in the create a vacancy process. The minimum information that needs to be completed are ownership, job title, go live date and closing date and attaching an application form. Once this information has been completed and confirmed and the vacancy has been assigned a reference number, this can be exited and returned to at a later date. Some questions will produce further questions dependent on the answer. Guidance is provided by selecting the Help Buttons on the template, and also through examples of hyperlinked text, taking the user to relevant information. Vacancy Template Symbols Various symbols are visible in the vacancy template. These are: (Table 1.1) Symbol Description * Fields in blue labelled with this symbol are mandatory. This symbol identifies that the data in this particular field will be visible to the candidates. Help button. A text box appears with information appropriate to that field. Paste button is available in the text editor box to paste text directly into a field. Alternatively select Ctrl+V to paste text into the field. Table 1.1: Vacancy Template Symbols HR Administrative Process Team Page 20 of October 2009

21 Create a Vacancy : Standard Template Enter the information detailed below in to the vacancy template: Step 1: Owner The owner (Figure 3.4) does not appear on the text of the advert. Figure 3.4: Creating a vacancy : Owner The vacancy should always be created in the level of the owner within which it is based. Dependant on where the job is placed this will impact upon the reports that can be produced. Where the ownership is tagged at a lower level this can be walked back up to faculty etc, i.e. if ownership is at a higher level it is not possible to break the reports down as those producing the reports will not know where the vacancy was based. Example: If the vacancy is located within the Human Resources Operations Team this ownership is to be selected as opposed to either one in the preceding hierarchy University College London, VP: Administration, Human Resources Division or Human Resources Operations and Information. Note: Once the ownership has been chosen, it is not possible to edit this field once the vacancy has been created. See Appendix A for an example of the breakdown of the levels of the ownership. Step 2. Job Title Enter the vacancy title as it is to appear in the advert (Figure 3.5) Figure 3.5: Creating a vacancy : Job Title Please do not quote departmental reference numbers. Once the vacancy is created a unique reference number will be given to the advert. This should be used for any referencing on the advert. Steps 3 & 4: Enter Vacancy Details Entries involve free text box input, selection of a radio button or from a drop down list. Where the radio button is marked against Please specify you will need to choose one of the appropriate radio buttons found immediately to the right. HR Administrative Process Team Page 21 of October 2009

22 1 3 4 Figure 3.6: Creating a Vacancy Steps 3 & 4 1. Redeployment Database Prior to any recruitment exercise that the redeployment database must have been checked. Confirm whether the redeployment database has been checked. A link to the redeployment database is available. 2. Re-advertisement Confirm whether the vacancy being created is a re-advertisement for a recent recruitment action that was unsuccessful. 3. Number of Posts Please specify the number of posts that will be recruited to as a result of the recruitment action. Where the roles are identical more than one post can be advertised within a vacancy, however, where the roles are different, each vacancy must be submitted individually. 4. Department / Division / Sub department Enter the department, division plus, where appropriate, the sub department, that the vacancy will be based in. Ensure that any department, division or sub department is prefixed with UCL HR Administrative Process Team Page 22 of October 2009

23 5 6 Figure 3.7: Creating a Vacancy Steps 3 & 4 continued 5. Advertise with other positions Indicate here whether the vacancy is to be advertised with other vacancies that are being set up as a composite for the external press. Where Yes is selected, indicate the system generated unique advert reference that the advert is to be placed with. Please note: a composite advert is only produced for the printed press. To cross reference the adverts, create the first advert without the reference numbers, confirm this advert and the vacancy will be given the status Vacancy Incomplete. Create the second advert, make a note of the reference number and then return to the first vacancy to enter the reference numbers for the remaining adverts. 6. Type of appointment Indicate whether the appointment is an academic, clinical, non-clinical research, teaching fellow or postgraduate teaching assistant appointment: If No is selected confirm either the HERA number for the appointment or the name of the replacement. Where Yes is selected, continue to the next field on the vacancy template. Figure 3.8: Creating a Vacancy Post Funding HR Administrative Process Team Page 23 of October 2009

24 7. How is the Post Funded? Confirm whether the post is HEFCE, grant, departmental, hospital or split funded (Figure 3.8) Where HEFCE funded is selected two further fields appear (see Figure 3.8) to confirm that financial approval has been obtained for the vacancy and the Post ID or name of the previous post holder. If the appointment is Grant funded a subsequent field appears where the funding body for the post is to be confirmed If the appointment is Department or Hospital funded continue to the cost code field. If the appointment is Split funded, confirm if either part of the funding is either HEFCE or Grant. Where either of these are chosen, the fields described about for HEFCE/Grant funding will appear to be completed Figure 3.9: Creating a Vacancy Invoice payment, grade, hours and Position type 8. Cost Code for invoice payment: Confirm the cost code to which the costs incurred for the placement of the advert are to be charged to. Please note: this must be a departmental cost code. HEFCE or Grant codes will not be accepted and will be rejected if they are provided. Dependent upon how the post is funded contributions are available to the advertising costs, and further details can be obtained at the A-Z of Policies and Procedures. 9. Grade: Select the appropriate grade for the vacancy from the drop down menu. 10. Hours: Confirm if the appointment if full time, part time, job share or full time (job share considered) HR Administrative Process Team Page 24 of October 2009

25 If Full Time or Full Time (Job Share considered) is selected please proceed to the Position Type field. If either Part Time or Job Share is selected confirm the number of hours per week and the Full Time Equivalent (FTE) For example: for a 50% FTE appointment, enter the details as: hours per week (50% FTE). 11. Position Type: These are based on the UCL Staff Categories ( Select the appropriate staff category for the vacancy and then choose the appropriate sub category from the selection that appears. 12. London based: Identify whether the appointment is based in London. (Figure 3.10) Where yes is selected, input the salary range inclusive of London Allowance. Where no is selected, input the salary exclusive of London Allowance Guidance on advertising salaries can be obtained from the A-Z of Policies and Procedures. The UCL salary scales are available at Pro rata for part time vacancies: If the vacancy is either Part Time of Full Time (Job share considered) the wording Pro-rata for part time vacancies will appear Figure 3.10: Creating a Vacancy Salary Duties and Responsibilities, Key Requirements and Further Details: The 'Duties and Responsibilities', 'Key Requirements' and 'Further Details' will form 3 paragraphs of the advert. Type the text as you would like it to appear in the advert. HR Administrative Process Team Page 25 of October 2009

26 13. Duties and Responsibilities The Duties and Responsibilities (Figure 3.11) should be used to include the following information in the text of the advert: Background information to the department Duration of the post (where appropriate) Any details specific to the vacancy Outline the duties and responsibilities of the role (based on the job description). Do not cut and paste the job description here. Figure 3.11: Creating a Vacancy Duties and Responsibilities 14. Key Requirements The Key Requirements (Figure 3.12) should be used to include the following in the text of the advert: Knowledge (including necessary qualifications) Skills and abilities Experience Aptitudes These should be drawn from the person specification but the full person specification should not be pasted in here Figure 3.12: Creating a Vacancy Key Requirements 15. Further Details The Further Details (Figure 3.13) should be used to provide: A link to a full set of further particulars and additional information regarding the appointment Full contact details including the name and contact details of who to contact for any enquiries regarding the appointment Details of how to apply for the appointment it is recommended that the line: To apply for the appointment online go to: HR Administrative Process Team Page 26 of October 2009

27 Figure 3.13: Creating a Vacancy Further Details 16. Contact name: The contact name (Figure 3.14) is the person in charge of the advert placement and with whom Human Resources/Adsfab agency will be corresponding with regarding the advert placement. Figure3.14: Creating a Vacancy Further Details 17. Contact details This is the preferred method of communication with the named contact. An address or telephone number should be specified here. 18. Positive Action Statements Choose the appropriate category (Figure 3.15) for this appointment and the statement pertinent to that category will appear on the template and feed through into the advert as well. Guidance on which statement applies to which category can be accessed via the Help Button. Figure 3.15: Creating a Vacancy Positive Action Statements 19. Expected go live Date This is the date on which you want the advert to appear on the UCL website once the advert has been approved and activated by Human Resources. A calendar box is available. HR Administrative Process Team Page 27 of October 2009

28 Please note: vacancies can be submitted in advance of the Expected go live Date such that they will automatically go live on the appropriate date (this is subject to approval and activation by Human Resources). 20. Closing Date Enter the closing date for the advert using the calendar box available. The vacancy must appear on the UCL website for a minimum of 2 weeks in accordance with Section 7 of the UCL Recruitment and Selection Policy. 21. Latest time for submission: If required, enter the latest time for the submission of applications. 22. Interview date: If required, enter either the specific date, range of date or and indication (eg. Week commencing..) when the interviews will be held Figure 3.16: Creating a Vacancy Positive Action Statements 23. Interview Type This mandatory field determines the correspondence to be sent to shortlisted candidates. It is based upon either the shortlisted candidates being allowed to self schedule the time of their interview on the times/dates specified or whether the department will be controlling the times booked for the interview slots. 24. Advert publishing details: Identify if the vacancy is to be published on jobs.ac.uk or any other External publications.(figure 3.17) The vacancy will automatically be placed in the Job Centre unless it is indicated in the special instructions that the vacancy is not to appear with the job centre. Please note: Where a certificate of sponsorship may be required, proof that the advert has appeared with the job centre for a minimum of 2 weeks will be required. If this is not evident the vacancy will need to be re-advertised. HR Administrative Process Team Page 28 of October 2009

29 25. Specify publication: If External publication has been selected above, highlight the publications from the accompanying list and move them using the arrows to the selected values box. (Figure 3.17) Figure 3.17: Create a vacancy : External publication fields 26. Other publications Enter details here if the publication required is not given in the publications list. (Figure 3.17) 27. Special instructions Provide any further details (Figure 3.17) regarding the placement of the advert in this box. This may include the requested date of external publication. In addition, indicate here if the vacancy is not to be placed in the job centre. Where this is not indicated, vacancies will automatically be sent to the job centre for placement. Please note: if no specific publication date is identified the next available publication date will be requested. 28. Criminal Records Bureau Identify if the vacancy requires Criminal reference checks. Further guidance can be sought from the UCL Recruitment and Selection Policy. (Figure 3.18). Where Yes selected the wording any offer of employment will be subject to a Criminal Record Bureau check will populate and be visible on the advert. HR Administrative Process Team Page 29 of October 2009

30 Figure 3.18: Create a vacancy : Criminal Records Bureau check Essential and Desirable Criteria Shortlisting and interview decisions must be made against the same set of criteria that is made available to the candidates in the person specification. The information provided in these fields will carry forward in to the online shortlisting forms that become available. A full copy of the job description and person specification can be uploaded as additional documents that are visible to candidates plus links can be included as part of the duties and responsibilities. Essential Criteria Select the number of essential criteria (Figure 3.19) from the drop down list that the shortlisting will be based on. These criteria are to be cut and pasted across for the original person specification one item per essential criteria box. A minimum of 5 criteria must be entered, up to a maximum of 25 essential criteria are to be entered. Figure 3.19: Create a vacancy : Essential Criteria Desirable Criteria Select the number of desirable criteria (Figure 3.20) up to a maximum of 10 and cut and paste across the desirable criteria from the person specification that the shortlisting is to be based on. HR Administrative Process Team Page 30 of October 2009

31 Figure 3.20: Create a vacancy : Desirable Criteria Step 5: Confirm: Once all the details have been completed on this page, click on confirm (Figure 3.21) to proceed to step 6 in the create a vacancy process Figure 3.21: Create a vacancy : Confirm and proceed to Step 6 Step 6: Search Criteria The search criteria (Figure 3.22) allows departments to identify the search parameters upon which the vacancy will become visible to applicants searching the vacancy pages (Figure 3.23) The 2 search criteria that can be defined are: Salary Range Job Type Figure 3.22 : Creating a vacancy : Selecting the search criteria It is advisable to complete these search criteria. Where no search criteria is entered the applicants will only become aware of the vacancy where the search parameters are left as any. (Figure 3.23) Salary Range Select the salary ranges that are closest the salary being offered for the vacancy. More than one search criteria can be ticked. Job Type Select the job type that most closely reflects the vacancy being advertised. More than one search criteria can be ticked. HR Administrative Process Team Page 31 of October 2009

32 Figure 3.23: Creating a vacancy : Search Criteria Step 7: Application Form Select the appropriate application form that is to be completed by applicants. There are 3 application forms to choose from as follows: UCL Application Form This is the standard application form to be used for all vacancies except for the types listed below. Academic and Research This can be used only for Non clinical Academic and Research vacancies. This application form requests the following information: Personal details Current / previous employer Upload a CV Upload supporting documentation Personal information Equal Opportunities This application is a shorter version of the standard UCL application form in which candidates are asked to upload a CV and any other supporting documentation (e.g. publication list). The applicants are required to provide equal opportunities information for reporting purposes. HR Administrative Process Team Page 32 of October 2009

33 Clinical Application Form This is to be used for vacancies for which an appointment is to be made on one of the Clinical Academic scales. Personal details Current / previous employer Upload a CV Upload supporting documentation Personal information Confirmation of clinical status Equal Opportunities Step 8: Access to vacancy Access to a vacancy is on a vacancy by vacancy basis. Where a panel member is set up as an interviewer for a particular vacancy, their level of system access is still governed by their profile to the system. Therefore, where an individual has system access as a departmental user, even where they are set up as an interviewer, they will see the same information for this vacancy as they would for one that they are administering as a departmental user. This section identifies which users have access to the vacancy, and allows for multiple users to be set up with the Interviewer role for a particular vacancy (Figure 3.24). A single Chair must be chosen. Select the users by entering the surname first into the search boxes and select the appropriate individual from the list that will appear. Where more than one name is being entered, after the first name put a semi-colon and then start typing the second name without any spaces. Figure 3.24: Create a vacancy : Setting up access to a vacancy Once the users have been set up, click Confirm to complete the vacancy data entry. The vacancy summary screen will populate and include the unique reference number for the advert. HR Administrative Process Team Page 33 of October 2009

34 Completion of Vacancy Details Once the vacancy details have been completed, the vacancy summary screen will appear (Figure 3.25) and will confirm the status of the vacancy template as either: Awaiting approval / activation Vacancy details incomplete The vacancy will not be processed by Human Resources until it has been assigned the status of Awaiting approval / activation. (Figure 3.25) Figure 3.25: Creating a Vacancy : Vacancy summary screen Incomplete Vacancy Data submission Where the vacancy details are incomplete, the Vacancy Details box in the Vacancy Summary section of the screen is not ticked. (Figure 3.26) Figure 3.26: Vacancy summary screen (incomplete fields) HR Administrative Process Team Page 34 of October 2009

35 Select Edit vacancy located on the summary screen (Figure 3.27). Figure 3.27: Create a vacancy : Edit Vacancy Details Please note that the system does not highlight the incomplete fields. Ensure all mandatory fields have been completed. After the amendments have been made to the vacancy details select Confirm at the bottom of the page and the vacancy status on the summary screen should update to Awaiting approval / activation. Where the status remains as Vacancy Details Incomplete return to the vacancy via Edit Vacancy Details to locate the missing information. Vacancy Toolbar The vacancy toolbar (Figure 3.28) allows the user to access the vacancy in various ways to amend and view the advert as required. Figure 3.28: Vacancy Toolbar Edit Please Note: the following four functions can only be selected if the vacancy has not been activated or if the vacancy has been deactivated by Human Resources Administrative Process Team. Figure 3.29: Creating a Vacancy : Edit menu HR Administrative Process Team Page 35 of October 2009

36 Edit Vacancy Description Allows the user to edit the vacancy details. Where the vacancy has been activated, this will need to be deactivate prior to being able to activate the vacancy.(figure 3.29) Roles Click on Edit and roles and this will open the access page. This allows access to be granted to the vacancy see Step 8 Access to Vacancy. Delete Click on Edit and Delete. This functionality allows the user to permanently delete the vacancy from the database. A warning page seeking confirmation of deletion is given to the user, see Figure Figure 3.30: Create a vacancy : Deleting a vacancy warning message Activate Vacancy This is restricted to Human Resources Administrative Process team. Where a vacancy requires activate either contact the HR Administrative Process Team or send an to hr_adverts@ucl.ac.uk to request this. View Figure 3.31: Create a Vacancy : View Menu View Vacancy Click on View and view vacancy (Figure 3.31) to see a preview of how the advert will look once published on the UCL jobs pages website. Vacancy History Click on View and Vacancy History to view the history of the vacancy including information of when it was created, approved activated and posted, see Figure HR Administrative Process Team Page 36 of October 2009

37 Figure 3.32: Create a Vacancy History summary Publish Figure 3.33: Create a Vacancy : Publish Menu Activate Vacancy This is restricted to Human Resources Administrative Process team. Where a vacancy requires activate either contact the HR Administrative Process Team or send an to hr_adverts@ucl.ac.uk to request this. (Figure 3.33) Tagging The tagging (Figure 3.34) relates to search criteria that allows departments to identify the search parameters upon which the vacancy will become visible to applicants searching the vacancy pages. Figure 3.34: Create a Vacancy :Tagging Menu Salary Range Click on Tagging and Salary Range to edit the salary range(s) upon which the vacancy can be searched on. HR Administrative Process Team Page 37 of October 2009

38 Job Type Click on Tagging and Job Type to edit the job type upon which the vacancy can be searched on. Options Figure 3.35: Create a Vacancy : Options Menu Attach File Click on Options and Attach file to add documents to a vacancy (e.g., further particulars of the vacancy and location maps) (Figure 3.36). Click on Browse to select the document to be uploaded Enter the title of the document in the Document Title field. The title entered here will be visible to the candidates to click to access the document Determine whether these documents are to be visible to candidates and/or recruiters. The Agency option is not to be used. Figure 3.36: Create a Vacancy : Attaching a file to the vacancy HR Administrative Process Team Page 38 of October 2009

39 Word Version Allows the user to download a copy of the vacancy details, as completed in Steps 1-5, as a word document. Add Candidate to Vacancy This allows a candidate to be added to a specific vacancy and is to be used where a paper application is received. See Candidate Information section of the manual. Vacancy Approval and Publication Notifying Human Resources Once the vacancy has been given the status of Awaiting Approval/Activation the Human Resources Administrative Process Team need to be informed to approve and publish the vacancy. Selecting Vacancy Details on the Current Vacancy Actions screen of the vacancy summary page, see Figure This selection takes the user to the template below. Figure 3.37: Create a Vacancy : Notifying Human Resources Click on the hyperlink Click Here To the Vacancy To Any Address. Complete the details as follows: Recipients: Enter hr_adverts@ucl.ac.uk. This notifies Human Resources Administrative Process Team of the advert request via the central address. Subject Enter general details such as the advert title and unique reference number. HR Administrative Process Team Page 39 of October 2009

40 Body Enter details as appropriate, leaving the prefilled link to the advert as given as this will allow the HRAPT to locate the advert on the ROME system. Send a copy to myself Tick this box for a copy of the to be copied to you. Attach File It is possible to attach any documents to the here that may support the request for the advert to be processed. Click Send now to send the . You can return to the vacancy summary page by clicking on Please click here to go back (Figure 3.38). Figure 3.38: Notifying Human Resources : Confirmation of submission Processing Adverts In order for the vacancy to be advertised on the UCL website the vacancy must be approved and activated by the Human Resources Administrative Process Team. Once posted, the Vacancy summary will be ticked as Posted to External Search Engine. (Figure 3.39) Figure 3.39: Vacancy summary screen for an advert published, and currently live, on the UCL jobs pages website (not published in external media.) Once the vacancy has been approved and activated on the system, the advert will be forwarded for publication as requested by the department. Please Note: In order to minimise any potential error/discrepancy the advert appearing on the UCL jobs pages website, University of London Opportunities bulletin and Jobs.ac.uk will be published once the approval for the external publication has been received from the department. HR Administrative Process Team Page 40 of October 2009

41 Process for the Placement of Adverts Human Resources will forward the advert to the advertising agency The advertising agency will generate proofs (for printed publications only) and cost the advert. The proof and associated costs will be forwarded to the department for approval / changes The department and the advertising agency will liaise directly until the proof is signed off. A copy of the final proof will be forwarded to Human Resources for final sign off. Once confirmed, the final version of the advert will be updated on the advertising system by the department. Human Resources will forward the advert to o University of London Opportunities bulletin o Jobs.ac.uk where requested o JobCentre Plus (where the departments have not opted out of this requirement) o UCL jobs pages. See overleaf for a copy of the business process for the placement of adverts. HR Administrative Process Team Page 41 of October 2009

42 Business Process for Processing an Advert Department Department Create Advert [ link to Human Resources (ROME) Advert Received Advertising Agency (Adsfab) Jobs.ac.uk / Opportunities Specialist Websites and Forums [Advert queried - vacancy template to be updated)] [OK to proceed (Active/approve)] [External publication] Advert Received Proof Received Proof produced [Advert queried with department] [Proof not approved] [Proof approved] Proof Authorised Copy of advert received [Adsfab informed] [Not Approved] [Approved (activated)] [] [ROME sent] [Posted to external search engine] Approval Received Authorisation Received Advert Placed UCL Website Advert Placed Advert Placed HR Administrative Process Team Page 42 of October 2009

43 Vacancy Summary The Vacancy Summary provides a checklist that shows which parts of the process for placing the advert have been completed by placing a tick on the appropriate box. Where there is no tick, these actions are either still outstanding or not appropriate. Figure 3.40: Vacancy summary screen HR Administrative Process Team Page 43 of October 2009

44 PhD Studentship Vacancy Template Step 1: Owner See Create a Vacancy : Standard Template Step 2: Vacancy name See Create a Vacancy : Standard Template Step 3 & 4: Enter Vacancy Details Some of the fields in Steps 3 and 4 are the same as in Create a vacancy : Standard Template. Please refer to the description for those fields given earlier in the manual. Explanations will be given below for any fields that are not included in the Standard Vacancy Template 1. Duration of Studentship: Enter the duration of the studentship 2. Stipend Enter the stipend attached to the studentship 3. Vacancy Information Enter specific details regarding the studentship Figure 3.41: Fields specific to PhD Studentship Template 4. Studentship Description Enter a description of the studentship including the job description 5. Person Specification Outline the key points of the person specification. A full copy of the Person Specification can be attached to the vacancy. HR Administrative Process Team Page 44 of October 2009